You and your employees are closing out what has been the most challenging year yet. Your traditional end of year and New Year goals most likely look a bit different. However, it is important to not lose sight of your employees and how some of your traditional practices have and will shift. No matter what your industry or size of the organization, it is so important to continue to foster an environment that is free from discrimination and harassment.
I want to draw your attention to two serious and necessary items to pay close attention to. By acting and investing in education and updating your policies, you will be mitigating risk, resetting expectations, and successfully moving into 2021.
Areas of Focus
- Harassment and Discrimination Training
- Handbook Review and Updates
Employee Handbook refreshes to include specific language regarding PFML, Other Leaves, Harassment and Discrimination, Diversity and Includion, etc.
Why is Workplace Harassment and Discrimination Training Important
We continue to see how things play out when Zoom mishaps occur or how lack of awareness of actions and words have consequences. The New Year’s start is a perfect time to get your policies all up-to-date and get employees informed and refreshed. These thoughtful steps will mitigate risk and create a safe and comfortable work environment. It is also important to note that although some actions may not fall under the “law,” behavior may still be inappropriate, so action should be taken to resolve.
However, how are you, your managers and employees to know if they are not educated?
Anti-discrimination statutes are enforced in Massachusetts (MGL 151B). This law protects employees if they are treated differently, unfairly or harassed at work based on identity as a member of a protected class.
Massachusetts Law prohibits sex discrimination in the workplace, including same-sex sexual harassment. There are two main categories of sexual harassment: “quid pro quo” harassment and “hostile work environment” harassment.
Did you know an employer is liable for employees’ sexual harassment by managers and persons with a supervisory authority, regardless of whether the employer knows of the conduct? An employer may also be liable for sexual harassment committed by persons without actual or apparent supervisory authority, such as co-workers. Additionally, an employer may also be liable for its employees’ sexual harassment by certain non-employees, such as customers, patients, clients, independent contractors, or other acquaintances.
It is important to note:
Massachusetts law requires employers with six or more employees to adopt a written policy against sexual harassment. The employer’s policy must include notice to employees that sexual harassment in the workplace is unlawful and that it is illegal to retaliate against an employee for filing a complaint of sexual harassment. The policy should also assert the employer’s commitment to investigate any complaint of sexual harassment. The Commission has prepared a Model Sexual Harassment Policy.
Why is it Important to Update Your Handbook?
I suggest reviewing the handbook every year to ensure what you are doing is reflected in the handbook. Things change, especially this year. Some policies and procedures are more critical now than ever before, be sure they are up-to-date and reflect the company process. Some language is required to be in your handbook such as leave language, the new PFML language, sick policy, harassment and discrimination policies. Others such as diversity and inclusion, flexible work schedule, remote working are more important now than ever before.
The employee handbook serves to protect both the company and the employee. If there are any changes in topics covered in your handbook, it’s important to address them – even if they are minimal. A simple oversight could land you in hot water or the middle of a lawsuit.
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SteinbergHR will support and help you. We will customize it to meet your needs and budget.
We are offering bundles in 2021, which include though are not limited to:
- Workplace and Discrimination Training
- Virtual Interactive Training
- Recorded Training
- Case Studies Series
Some pre-determined bundles and offers are:
- 2021 Handbook Refresh
- 2021 Handbook Overhaul
- 2021 Virtual Training (including training and PowerPoint) and Handbook Refresh
- 2021 Recorded Training along with PowerPoint
- 2021 Virtual Training for up to 20 employees. Employees may be from different companies. PowerPoint will be shared with participants and companies.
These special offers will run through January 2021.
To learn more, email Meghan@SteinberghHR.com or call 617-680-0358
Meghan Steinberg
Steinberg HR
SteinbergHR.com
617-680-0358
meghan@steinberghr.com